Many organizations are looking for ways to improve their employees’ inclusion experiences to address the challenges and opportunities that come with increased diversity. Inclusion can’t just be “old wine in new bottles,” or a repackaging of diversity management practices that have been around for a long time. This article aims to look back at ideas about inclusion that have been discussed in the literature and figure out how they fit together. Employee inclusion at all organizational levels, with opportunities to advance to mid- and upper-level positions, is critical for establishing a truly inclusive organization.
- The continued growth of social categories that lead to workplace exclusion has led to new and broader ideas about diversity in the workplace.
- Most research on leader inclusion looks at how employees think their immediate supervisor or manager is at being inclusive.
- Inclusion must become ingrained in the organization’s fabric, with the climate and practices reflecting a value system that values equal opportunity at all organizational levels.